DOCUMENT M
PRI – Management is currently investigating the possibility of conducting all training of security personnel-inhouse. If
we decide to bring training in-house, we will need to decide if we are going to create capacity from scratch or if we
are going to acquire an existing accredited training provider.
PRI (What if?) – PSIRA requires different grades of qualification to conduct various levels of security work
RESEARCH UNERTAKEN:
Understanding the issue?
Training provides security officers with the knowledge and skills they need to perform their jobs effectively. It teaches
them about the latest security technologies and best practices, as well as how to identify potential threats and
respond appropriately.
Effective service A well-trained security professional is much more active and effective than any other security
personnel when it comes to productivity. They are trained to take the correct measures and actions in case of any
security breach and would ensure that you get the best services. Trained guards can identify risks, manage any
evolving threats, and tackle security violations in the best manner. Research has proven that highly trained guards
are more productive and hence also increases profitability for their clients.
Makes them better leaders. The job of security guards demands clear communication and exceptional leadership
abilities. They need to act on the spot, take the right decisions, and act under stressful conditions. With proper
security guard training services, this personnel develop proper communication skills, abilities to make strategic
decisions in emergencies, and ensure your safety under all circumstances.
Makes them more interactive. Whether it is for an office, school, mall, or residential property, the job of security
guards involves a lot of human interaction. Proper training will help them imbibe the correct etiquette, manners, and
behavior needed to maintain professional interactions with the public. Effective grooming ensures seamless
interaction between the guards and the public.
Best knowledge on incidence response Every incident or security breach is different and demands different actions
from the security personnel. Without proper training how can you expect your security guards to be at the top of the
situation? All the guards need to be well-trained with the best responses for each situation. They must be aware of
the standard practices, the legal compliances, and have the ability to ensure that all the security standards are
maintained under all circumstances.
Instills confidence. The best part about effective training is that it instills great confidence inside the guards. Many
personnel can be new to the job and have no idea how to deal with certain situations. It is always advisable to make
them undergo professional security training services in India. It will not only instill huge confidence in them but also
equip them to tackle emergencies. The best training is not limited to classroom lectures, mostly they involve on-the-
job training or multiple field activities and simulations to prepare the guards for the real world.
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IN-HOUSE (BUILDING CAPACITY IN HOUSE – EMPLOYING THE STAFF AND OTHER SET-UP COSTS)
The advantages of in-house training
Timing: Scheduling (and re-scheduling) training to fit in with employees’ ever-changing routines and
responsibilities is easier if you’re managing it yourself. As is blending L&D into day-to-day jobs.
Agility: With full control of processes, it’s often quicker and easier to modify internal training programs when
business and training needs change.
Understanding: Who better to design training that meets your specific requirements, goals, market
positioning, and branding than your own people?
Motivation: When your employees invest time and energy into delivering and developing their own
personalized training program, they have a stronger reason to see it succeed.
Customization: Small details make a big difference. In-house training can address requirements at a local
level, individualize learning paths, and quickly adapt to any changes in demand.
Confidentiality: To provide bespoke training means having access to strategic planning information, internal
targets, and company objectives. Keeping proprietary data secure is a risk when using an external
company.
Control: If you have to communicate a vision to a third party, sometimes the meaning gets lost in translation.
Retaining ownership of training in-house makes it easier to stay true to original intentions.
Branding: Your training program says a lot about your company. To deliver a clear message, it should have
your name all over it and not another company’s. With in-house training, you can define what it looks like
and how it’s delivered.
Commitment: Having a dedicated L&D team boosts your employee value proposition. It sends out a strong
message to your people that their development is your priority and worth investing in.
Cost: In-house training’s a long-term investment. To run effectively, there will be set-up costs involved. But
once these are in place, the ongoing financial commitment can be a lot lower compared to paying a third-
party provider. With affordable, out-of-the-box, training platforms readily available, companies don’t need to
hire developers, designers, or dedicated trainers. Using the right toolkit, effective courses can be created in-
house with very little demand on internal teams. +/- R52000 Once Costs, excl salaries for officers who will
be responsible for training
The disadvantages of in-house training
Simple practicalities may mean in-house training isn’t right for every business. Depending on the size of your
organization (too small or too large), there may not be the budget or resources to make it [Link] are other
disadvantages too. Perception is one. Some employees may view internal training as less credible, which can lead to
lower completion or attendance rates. There’s also a risk of training becoming stale or outdated if resources aren’t
reviewed and refreshed. This can result in low engagement levels, and a potential deskilling of your workforce.
Confining learning to the knowledge base of just one company can be limiting too. Without the fresh ideas or
networking opportunities that external training can bring, innovation, creativity, and confidence can take a hit. And,
with it, your business’s ability to stay competitive.
OTHER CONSIDERATIONS AROUND BUILDING CAPACITY UN HOUSE
MINIMUM COMPLIANCE REQUIREMENTS FOR THE ACCREDITATION INSPECTION AND EVALUATION OF
TRAINING CENTRE/ INSTRUCTORS
Document Name
• Accreditation Application form (PSiRA 47 A).
• Proof of registration with PSiRA) Attach copy of Registration Certificate).
• Proof of Payment of the prescribed accreditation fee (Attach receipt).
• Receipt of settlement for annual fees. (R110 per security officers)
• Lease agreement (of the approved infrastructure assessment for the purpose of training) or proof of property
ownership.
• Lease agreement should include a six (6) month validity period.
• Signed confirmation letter (on an official letter head) in case of re-location relating to the initial address
• Proof of fire department letter or an affidavit.
• Signed confirmation letter (on an official letter head) of Instructor, Instructor certificate and employment contract.
• Policy and Procedures prescribed for the management and administration of training, (enrolment policy, appeals
policy, assessment and certification policy).
• Telephone/cell phone proof of contract
• Valid email address
OUTSCOURCED TRAINING
The advantages of outsourced training
Expertise: Training’s an art that requires a specific set of skills. In-house trainers may know their subject, but
lack the ability to communicate that knowledge effectively. Qualified experts with a background in the
profession have the confidence and skills to consistently deliver compelling courses. They can also advise
on employee training strategy and best practices, and recommend new training technologies and
methodologies.
Scalability: In-house training requires an ongoing commitment that some organizations simply don’t need.
With outsourced L&D, businesses can dip in and out as circumstances change.
Immersive technologies: Using a good training platform, organizations can create their own digitally
optimized L&D programs. That said, emerging technology solutions, such as augmented reality (AR) and
virtual reality (VR), are (at the moment!) typically more readily available from an outside provider.
Speed: With a contract in place and reputation at stake (plus no internal hoops to jump through), turnaround
time for designing and developing training programs is often faster using outsourced L&D.
Reach: Managing L&D in-house is harder if you have dispersed teams (particularly without the help of a
Learning Management System). With more resources, contacts, and specialist tools to hand, external
providers are often better placed to coordinate distance learning.
Industry insights: Focused purely on training, outsourced educators come with up-to-date knowledge of the
industry. Using this, they can apply insights, trends, ideas, and developments to course content and design
to keep it fresh and relevant.
Recruitment and retention: Professional development is one of the main drivers of employee engagement.
And one of the reasons employees stay with or join a company. An official qualification from an outside
organization holds more weight than a course completed internally.
Cost: Depending on the scale of your training needs, outsourced training can be more cost-effective and
easier to control because it’s only used when you need it.
The disadvantages of outsourced training
Time can be a major stumbling block when it comes to using an outsourced employee training strategy. An external
provider won’t be familiar with your projects, goals, services, and business model. To get up to speed, the
onboarding process requires an investment on both sides to share and absorb relevant information.
And even when that’s done, a potential disconnect can still exist.
Time zones, conflicting priorities, internal processes, and different levels of awareness all mean that collaboration
with outsourced trainers is often less seamless than with internal teams. This can lead to a mismatch between what’s
requested and what’s delivered. And more time wasted.
Finally, there’s remit. External providers may not be able to provide the range of training programs required or
specific courses relevant to your business.
What are our competitors doing and the advice?
Staff development and training
We invest in the careers and personal development of employees through training and learnerships, supporting.
between 5 000 and 6 000 learnerships annually. We also conduct more than 20 000 training interventions.
nationally, with around 6 000 firearms security officers requiring their competencies to be refreshed annually.
Our health and safety first aiders and motor vehicle drivers all require annual refresher courses, as do personnel
delegated to national key points. The Group has also received funding from SASSETA for short courses and
qualifications for 200 people.
Learnership programmes for security officers
As a pioneer in South Africa’s security training and development market, Fidelity was one of the first companies in
the country to establish and professionalise learnership programme for security officers.
Our programme is SASSETA (NQF Level 3) accredited and includes a fully comprehensive firearm training and
driving programme to ensure competency in a range of contexts.
To provide more opportunities for job seekers, the development team was also responsible for devising a
Recognition of prior learning system that is now the benchmark throughout the security industry.
As market leaders, Fidelity’s national network of accredited training centres provides practical and job orientated
training and consultancy services for all levels of personnel. Our training programme is also available to selected
customers, parastatals and government entities.
Succession planning
Our succession management strategy remains on track, with a comprehensive succession and an integrated
talent management policy was launched during 2019. This was later updated to include job rotation, relief and
job swing. Job competency profiles, KPAs and Personal Development plans manage the progression of each
succession candidate.
Fidelity’s specialized training solutions: Our accreditations:
• Management development • Supervisory development • Learnership at NQF 3 and NQF 4 levels
• VIP Close Protection Training at NQF level 5 • Firearm competency • Firearm refresher training
• Retail security • Control rooms • SAPS National keypoint training • Aviation security
• Port and harbour security • Driver training • Other specialised training. • SABS registered ISO 9001:2008 training
provider
• Accredited with the Safety and Security SETA (SASSETA) • Accredited with the SAPS in terms of firearms
training provision
• Accredited with the CIVIL Aviation Authority (Dangerous Goods) Private Security Industry Regulatory Authority
(PSIRA) • Accredited with Department of Corrections for the provision of the pre-service custodial officers’
programme
• Credited with City & Guilds to present FIFA 2010 Events • Steward training.
We are the only provider in the industry offering a full Further Education and Training Certificate qualification
in specialist security installation practices. This qualification alarm monitoring training, gate automation,
alarm installations and fault-finding.
SPS can open its own training center (the company has around 1368 employees and if we had to conduct training for
all our employees, we might spend around R700 which is R957 600,00). Our competitors have their own training
facilities and given our strategy to expand. The benefits outweigh the disadvantages for creating capacity from
scratch.
Grade D Security Guards
A Grade D’s main function is access control.
Grade C Security Guards
A Grade C’s main function is access control of a higher risk area and supervision of lower grade security officers.
Grade B Security Guards
A Grade B’s main function is access control in high-risk areas where documentation and basic computer
skills might be required.
A site or shift commander.
Managing of lower grade security officers.
Possible inspector doing site visits.
Grade A Security Guards
A grade A’s main function would normally be a site manager or commander.
Controlling and managing a number of functions.
Managing the security workforce
Conducting risk assessments and evaluations on site daily.
Basic investigative skills.
Problem solving.
Designing security solutions
SASSETA
Criteria to access a bursary with SASSETA include the below:
Applicant must be a South African Citizen.
Must be between the ages of 18-35.
Must have a Grade 12 Certificate or any Higher qualification.
Must be able to provide Proof of Registration/ Acceptance letter.
